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- Volume 30, Issue 2, 2006
South African Journal of Labour Relations - Volume 30, Issue 2, 2006
Volumes & issues
Volume 30, Issue 2, 2006
Source: South African Journal of Labour Relations 30, pp 5 –18 (2006)More Less
The systems psychodynamic perspective has been used previously to report on South African diversity dynamics as studied during various group relations events between 2000 and 2004. The aim of this research was to study and report on the systems psychodynamic diversity behaviour manifesting in a South African organisation during 2005 and to ascertain if and how these dynamics are shifting. A focus group was used and the data were analysed and interpreted from the systems psychodynamic stance. The manifesting themes were hostility between generations, projections around age and gender, splits in race, language and status, and a continuous position of split in the system. When the results of this study were compared with those of previous studies, it was found that many of the previous dynamics were still applicable and were now manifesting with increased intensity. Shifts occurred from a focus on mainly race and gender, towards including age, language and status. Interpretations and hypotheses were formulated around a growing awareness of identity among black employees within the South African economy.
Author Wessel VisserSource: South African Journal of Labour Relations 30, pp 19 –41 (2006)More Less
As South Africa's most prominent white trade union of the 20th century, the Mine Workers' Union became renowned for defending white job reservation in the mining industry. After 1948 it enjoyed the NP government's support in this regard. Skilled labour shortages and changing labour conditions in the 1970s forced the government to introduce labour reform. Job reservation was scrapped and black unions were officially recognised, in accordance with the recommendations of the Wiehahn Commission. These initiatives put the MWU on a confrontational path with the government and the union aligned itself with right-wing political resistance and protest. However, the altered political and economic South African realities after 1994 forced the MWU to rethink its vision, strategies and structures. By 2002 it had reinvented and transformed itself into Solidarity, adequately equipped and geared to address the labour challenges and demands of a post-apartheid South Africa.
Source: South African Journal of Labour Relations 30, pp 42 –65 (2006)More Less
This research set out to establish whether "space creation" is a viable strategy for accelerating employment equity. In this exploratory qualitative research a series of in-depth interviews were conducted with acknowledged experts in the field. The data from these interviews were analysed to assess "space creation" and other employment equity approaches. A model was developed which links the affirmative action and "space creation" strategies to the organisation's human resource strategy and planning activities, its strategic business objectives and ultimately the business case for change. A second model has been developed which links the "space creation" strategies to their associated risks and rewards to enable organisations to choose the strategy that best fits their circumstances.
The relationship between job satisfaction and locus of control in a South African call centre environmentSource: South African Journal of Labour Relations 30, pp 66 –81 (2006)More Less
The high levels of absenteeism and turnover that call centres across the globe experience due to employee job dissatisfaction have led to a renewed interest in the role that personality traits play in the service industry. The purpose of this study was therefore to determine the relationship between call centre agents' job satisfaction and their locus of control orientation. A sample of 187 call centre agents from a municipality in Gauteng participated. The results of a chi-square test analysis suggested that call centre agents with an internal locus of control appear to experience significantly higher general, extrinsic and intrinsic job satisfaction compared to call centre agents with an external locus of control. The results further suggested that the male and female participants did not differ with regard to their general and intrinsic levels of job satisfaction and that participants with post-school qualifications experienced lower levels of intrinsic job satisfaction Further research is necessary to arrive at a better understanding of the antecedents and correlates of job satisfaction in the South African call centre environment.
Legislative, institutional and policy measures for people with disabilities in the South African Public Service : forum sectionSource: South African Journal of Labour Relations 30, pp 82 –92 (2006)More Less
People with disabilities have defended their rights and voiced their struggle for recognition collectively through civil society formations, especially from 1984 onwards. Immediately after the 1994 elections the post-apartheid South African Government embarked on a strategy to integrate, mobilise and enable the disabled to fully participate in the mainstream labour market as well as in employment in the Public Service, which aims to include 2% of people with disabilities by 2005. This target has still not been reached and in July 2006 the overall average figure stood at 0.15% nationally and provincially. <BR>To achieve this goal the South African Government has established legislative, institutional and policy instruments to avoid unfair discrimination towards disabled people and promote disability equity in employment and employment practices. Thus, an enabling environment is created by the South African Government. The challenges for all role players and stakeholders are to expeditiously and effectively take advantage of the enabling environment. A strong and pervasive political will becomes essential in all of the endeavours of the entire human resource management process and especially in the clarification of myths and misconceptions about people with disabilities. A comprehensive country-specific definition of disability and diversity sensitisation are fundamental to the realisation of the efforts and processes.